By creating a welcoming environment that brings together people with different
backgrounds and perspectives, we enable new ideas, spark innovation and reinforce a culture in which
employees feel valued, respected and supported. Diverse experiences and viewpoints yield greater
insights and better outcomes, raise the bar on individual and team performance and sharpen our focus
on our customers. That’s why, for us, diversity is a business imperative.

Travelers values the unique abilities and talents each individual brings to our organization
and recognizes that we benefit in numerous ways from our differences. We benefit from our
differences in culture, ethnicity, national origin, race, color, religion, gender, gender
identity, age, veteran status, disability, genetic information and sexual orientation. In
that regard, as regularly reinforced by our Chairman and CEO and other senior leaders,
diversity and inclusion is a business imperative for us.

Our diversity and inclusion efforts are led by our Chief Diversity & Inclusion Officer.
We also have a Diversity Council that is chaired by our CEO and composed of our 41 most
senior executives. The council directs diversity initiatives such as:

Raising awareness about the value of a diverse workforce;

Partnering with business units to drive diversity strategies and goals, develop business
unit-specific tactics, report outcomes and celebrate successes;

Raising awareness about the importance of community outreach and the inclusion of
diverse suppliers in our procurement process; and

Sharing information and analytics about the clear relationship between diversity and
business performance.

In 2018, we organized three additional working councils to focus more extensively on
implementing diversity and inclusion priorities: the Business Heads Working Council, the
Diversity Networks Executive Sponsor Working Council and the Field Leadership Working
Council.

The Business Heads Working Council ensures we identify emerging trends
impacting the diversity and inclusion agenda and partners with our Chief Diversity and
Inclusion Officer and Chief Human Resources Officer to identify, agree upon and
implement solutions to mitigate adverse impact;

The Diversity Networks Executive Sponsor Working Council provides
strategic direction and coaching to the leaders of our employee-led Diversity Networks;
and

The Field Leadership Working Council ensures our diversity and
inclusion strategy is successfully executed in our field office locations, where
approximately 70% of our employees are based.

In addition to the numerous programs and initiatives we describe in further detail on this
page, we have policies that
encourage an inclusive culture and protect all employees from workplace harassment and
discrimination. We also use metrics and analytics to measure, evaluate and act upon programs
that impact the success of our people, our most important asset. We collect data —
including data aligned with EEO-1 gender and race categories — to evaluate the
progress of our diversity and inclusion initiatives. This data includes: employee census
data regarding women and people of color; promotions; voluntary terminations; and employee
turnover. We maintain a robust process to review, analyze and share that data with our
senior leaders on a quarterly basis. Our data demonstrates that we have made significant
progress over the past decade. In each of the last 10 years, we have increased the
percentage of people of color in our workforce. As of December 31, 2018, women and people of
color represent 55% and 24% of our U.S. workforce, respectively. We have also increased the
percentage of women and people of color in management positions in each of the last 10
years.

Our Board of Directors encourages diversity and inclusion within Travelers — including
within the Board itself — and oversees
our diversity and inclusion efforts. The Nominating and Governance Committee of the Board
meets regularly with senior management, including our Chief Diversity & Inclusion
Officer, to review and discuss our strategies to encourage diversity and inclusion within
our company. In addition, the Board receives regular updates from senior management
regarding the data we collect and oversees our progress.

INCLUSIVE LEADERSHIP & TRAINING

Inclusive Leadership & Training

We provide training, development and cultural events to encourage an inclusive culture among
all of our employees and leadership.

Starting with our Chairman and CEO, we expect our leaders to actively demonstrate their
commitment to diversity and inclusion through their actions. Inclusive Leadership goals are
included in all managers’ annual performance objectives. This Inclusive Leadership
performance objective drives leader accountability, recognition and reward. On an annual
basis, managers are assessed and held accountable for meeting these objectives to reinforce
the business relevance of diversity and inclusion and foster a work environment where all
employees are included and appreciated. This further helps us attract, retain, engage and
develop employees from all cultures and backgrounds. We advance these objectives through
training, including Inclusive Leadership workshops.

Our commitment to diversity and inclusion isn’t limited to our senior leaders. We
provide training, development and cultural events to encourage an inclusive culture among
all of our employees. For instance, all employees — at all levels and in all functions
— participate in our Appreciating Differences diversity training. This dynamic,
interactive diversity education program is designed to teach our employees how to leverage
differences for shared success. We educate our employees on unconscious bias as part of our
Appreciating Differences diversity training, as well as through our Inclusive Leadership
workshops and other company-wide events. By helping our employees begin to recognize,
acknowledge and minimize potential blind spots with respect to unconscious biases, we spark
more open and honest conversations, increase employee engagement and strengthen our
business.

We also host an ongoing series of events for all employees called Diversity Speaks, which
feature external guest speakers who share personal stories and provide different experiences
and viewpoints. These events are designed to encourage a culture that embraces the power of
diverse perspectives to benefit our employees, customers and agents and the communities in
which we work and live.

Workplace harassment and discrimination have never been tolerated in our inclusive
environment. To make clear that these behaviors have no place at Travelers, we recently
enhanced our harassment awareness training. This training not only covers legal definitions
and our company policy, but also takes a broader approach
that explores ways to ensure a respectful work environment and sustain an “if you see
something, say something” culture. To learn more about our overall approach to
business conduct, see the Ethics &
Values section of this site.

DIVERSE TALENT DEVELOPMENT & PIPELINE

Diverse Talent Development & Pipeline

We provide learning and development opportunities, including career planning and mentoring
assistance, to help employees with career development and preparation for potential
advancement. We regularly monitor diverse representation in these programs. We also have
established deliberate retention, development and advancement actions tailored to deepen
diverse talent pools and broaden advancement opportunities. These targeted activities
include matching upcoming leaders with mentors within the organization and offering
workshops to advance their careers within Travelers. To learn more about our overall
approach to talent development, see the Human Capital Management section
of this site.

Travelers is focused on attracting and retaining the best people from the broadest pool of
talent to position the company for future success. We use talent acquisition strategies,
including sourcing strategies and diverse slate requirements, to help us create a pipeline
of diverse candidates.

We have numerous initiatives and partner with many college diversity groups and other
organizations to cultivate our pipeline of talent.

To help women advance in all phases of their insurance careers and in all parts of the
insurance industry, Travelers recently launched a new initiative called SHE
TravelsSM. This program expands on existing efforts to make Travelers
the leading advocate for women in insurance.

Our signature education program, Travelers
EDGE®, helps low-income and minority students attain academic and career
success, which helps broaden the diverse pool of talent seeking careers at Travelers or
in the insurance industry.

We regularly participate in diversity and inclusion-focused industry forums and career
fairs such as the Howard
University F.I.R.M. Symposium, the Grace Hopper Celebration and the Out
& Equal Workplace Summit.

The military community is important to Travelers, and we’re proud of our partnerships with organizations that assist veterans in
transitioning to civilian
life.

We have a unique
partnership with several organizations that provide opportunities for
people with disabilities, including Viability, Lifeworks and Disability:IN.

We have received various awards and recognition for our diversity efforts, including:

Best Place to Work for LGBTQ Equality, Human Rights Campaign Foundation, 2016–2019
and received a 100% score on the Human Rights Campaign Corporate Equality Index, Human
Rights Campaign Foundation, 2016–2019;

Military Friendly® Company, VIQTORY, 2018–2019;

Military Friendly® Employer, VIQTORY, 2007–2019;

Best for Vets, Military Times, 2014–2018; and

Best Place to Work for Disability Inclusion, Disability:IN and American Association of
People with Disabilities, 2018 and scored 100% on the Disability Equity Index®,
2018.

In 2008, we created Diversity Networks — voluntary groups led by employees dedicated to
fostering a diverse and inclusive work environment. Open to all employees, the networks help
foster the retention, development and success of our employees through networking,
mentorship and community volunteer opportunities. In addition, these groups are a resource
for our business leaders, sharing insights that help give the organization a competitive
advantage. More than 11,000 of our employees — more than a third of our employee
population — are members of at least one Diversity Network. As the results of our
recent employee engagement survey show, employees who are members of at least one Diversity
Network are more engaged at work than those who are not members.

Each Diversity Network has a sponsor from our executive leadership team, who is responsible
for the alignment of that DN’s vision, mission and objectives with our business goals
and strategies. Executive sponsors serve two- to three-year terms as change champions and
active advocates for the DN, making connections to people, resources and support across
Travelers.

On an annual basis, employee leaders of our Diversity Networks come together at the annual
Diversity Network Summit to discuss diversity and inclusion strategies at Travelers. During
this two-day summit, these leaders identify how to better leverage their expertise and learn
from each other, as well as provide guidance to support our mission to foster a diverse and
inclusive work environment. In 2018, more than 170 leaders participated in the Diversity
Network Summit.

We’re Travelers

SUPPLIER DIVERSITY

Supplier Diversity

By doing business with diverse suppliers, Travelers promotes the development of these
enterprises, supports the growth of the communities in which we do business and aligns
contractor diversity to our workforce and customer base. For these reasons, we remain
committed to providing opportunities for qualified businesses owned by people of diverse
backgrounds to participate in our bidding and procurement processes.

Our Procurement team tracks both Tier 1 Travelers spend with certified diverse suppliers and
Tier 2 spend with diverse subcontractors doing business with our prime suppliers. These
diverse suppliers are businesses owned by individuals from historically disadvantaged
populations, such as women, racial and ethnic minorities, LGBTQ+, people with disabilities
and veterans. We also maintain a database of diverse prospective bidders to feed our request
for proposal (RFP) processes. In 2018, Travelers spent over $100 million with our Tier 1 and
Tier 2 diverse suppliers.

To learn more about the structure and goals of this program, visit the Supplier Diversity page on our corporate website.

Important Legal Information

This site contains information about Travelers. Travelers disclaims any duty or obligation to update
such information. Any "forward-looking statement" is made only as of the date such information was
originally prepared by Travelers and is intended to fall within the safe harbor for forward-looking
information provided in the Private Securities Litigation Reform Act of 1995. All statements, other than
statements of historical facts, may be forward-looking statements. Words such as "may," "will,"
"should," "likely," "anticipates," "expects," "intends," "plans," "projects," "believes," "estimates"
and similar expressions are used to identify these forward-looking statements. These statements include,
among other things, statements about our future results of operations and financial condition; our share
repurchases and dividends; our strategy and competitive advantages; our strategic and operational
initiatives to improve profitability and competitiveness; our new product offerings; our investment
portfolio; our risk management, including catastrophe modeling, and our underwriting strategy. Results
may differ materially from those expressed or implied by forward-looking statements. Factors that can
cause results to differ materially include those described under “Forward Looking Statements” in the
Corporation's most recent Form 10-K and Form 10-Qs filed with the SEC and contained on this
site.

This site may contain links to other Internet sites, and may frame material from
other Internet sites. Such links or frames are not endorsements of any products or services in such
sites, and no information in such site has been endorsed or approved by
Travelers.

Except where noted, the information covered on this site highlights our
performance and initiatives in fiscal year 2018.

The inclusion of information on this
site should not be construed as a characterization regarding the materiality or financial impact of that
information. For a discussion of information that is material to Travelers, please see our filings with
the Securities and Exchange Commission, including our Annual Reports on Form 10-K and Quarterly Reports
on Form 10-Q.